The Predictive Index company was founded in 1995 by Arnold Daniels, a war veteran who participated in more than 30 missions with his team without a single combat casualty. After being released from the army, Daniels was interviewed by a psychologist who wanted to determine what made his team so special, and that’s when Daniels was introduced to psychometric testing.
He was fascinated by the assessments and studied workplace psychology at Harvard, to solve business issues through the understanding of individuals. The first test he released with the Predictive Index was a behavioral assessment that was created after extensive psychological research and has been validated in over 500 studies.
The company has evolved very quickly over the years and is recently working in 142 countries with more than 8.000 clients, providing a number of talent acquisition and talent development tests. All of their assessments are developed by experts in the field to guarantee that the best people are hired for the right positions and that all of their potential is explored.
Predictive Index also works with a diverse range of fields and positions, which is why their tests are becoming more popular every year. The companies that use their assessments are fast-food chains, pharmaceuticals, banks, and manufacturers.
Predictive Index Tests
The Predictive Index company currently has 4 original assessments, each with a different set of requirements, but all with the intention of predicting work performance that will improve a company’s success. The tests are used as a part of the hiring process and have the ability to pick up on important qualities that most interviews neglect.
The positions that use these tests can range from executives to trainees in all fields, so there will be no specific knowledge required to pass. The most valuable advice is to take practice tests to become familiar with the questions.
The most popular Predictive Index assessment types are:
The oldest and most popular assessment provided by the company is the Behavioral assessment. This test will be able to determine the profile of a candidate based on how they are seen and how they see themselves.
The exam consists of two pages, the first one provides a list of almost 100 adjectives and the candidate is expected to select which ones accurately describe how other people expect them to be. Once that is answered, the next page provides the same list of adjectives and asks the participant to select which ones accurately describe how they actually are.
The questionnaire is untimed, usually taking just 10 minutes to complete, and its accuracy has been validated in more than 500 studies, while also being approved by EFPA. The feedback provided can not only identify which people have the necessary qualities for a position, but it also provides insight into their weaknesses and strengths.
The four key factors analyzed are:
All of those factors can be a great predictor of behavior at work, they can indicate how one deals with colleagues and professional issues, while also determining their motivations and values to the team.
So, if a company is looking to hire a great leader, the first two aspects are the most important, and if they are seeking a good team player, the last two are essential. After this examination, it’s also easier for an employer to identify possible issues with new employees, which makes them more apt to building effective teams.
For example, to avoid too much conflict in the workplace, employers might avoid grouping people who score higher in dominance on the same team, instead, they will want to groom these people to become leaders of the teams.
There is not much preparation needed for this exam as the answers will be a reflection of your own opinion, the only recommendation is to answer the questions consistently (as some of the adjectives are opposite), in a quiet place, and in one session. Remember that you won’t be able to change your answers once you switch pages.
Cognitive ability is the number one predictor of workplace performance, so the Predictive Index team always recommends a cognitive assessment as a part of the hiring process. This test can determine the candidate’s ability to think critically and solve workplace issues, which are essential requirements for any position.
The exam contains 50 problems to solve within the 12-minute limit, and the candidate is asked to complete as many as they can. The questions may focus on either general cognitive ability or more specific numerical reasoning, depending on the company.
For example, a question will provide some information and then a short conclusion, and the participant will be asked to determine if the conclusion if “Correct”, “Incorrect”, or “Cannot be determined based on the information provided”.
Other questions may be just simple calculations or a sequence of figures that the candidate is expected to organize. They will always be very simple and straightforward since the objective is to determine mental ability, not any specific mathematical knowledge.
Each correct answer is given one point, and the average test taker scores 20 points on this exam. The company will set a target score that they expect the candidates to pass before being accepted to the next stages of evaluation, which is up to the employer to decide.
The key factors analyzed are:
- Verbal reasoning
- Numerical reasoning
- Abstract reasoning
Those abilities can determine how fast someone is able to understand complex information and how quickly they can reach a correct conclusion. It’s also important to note that most people are not able to complete all 50 problems, so a test taker shouldn’t race trough the questionnaire, it’s more effective to focus on answering correctly.
In order to do that, it’s important to take many practice questions before the actual assessment, it will take a lot of training to score more than the average. Most high positions in influential companies will have a minimum of 28 points to reach the next examination, which usually takes place in person or on webcam.